Comments on: Changing abrasive behaviour with feedback http://www.track360feedback.com/2009/10/07/changing-abrasive-behaviour-with-feedback/ from Jo Ayoubi, Track Surveys Sun, 05 Feb 2012 02:56:15 +0000 http://wordpress.org/?v=2.3.2 By: jo http://www.track360feedback.com/2009/10/07/changing-abrasive-behaviour-with-feedback/#comment-308 jo Tue, 15 Dec 2009 14:48:01 +0000 http://www.track360feedback.com/2009/10/07/changing-abrasive-behaviour-with-feedback/#comment-308 Hi AJ Thanks for your questions. Although it is not best practice, it does happen in some cases that the employer asks for feedback on the employee from a number of raters. If the employee understands the process, and is given the chance to self-rate and to use the 360 as a development tool, it shouldn't be a problem. However if the feedback is used negatively and the employee does not know who has given the feedback, the employee may refuse to recognise the validity of any negative feedback as he/she would not know the group from whom the feedback came. As you say, ideally the participant should request the feedback, but this is not always what happens. Some of our client organisations ask the employee to give HR a list of people that he/she has worked with, and HR then choose a good balance of raters from that list. It's quite labour-intensive but works well, and gives the organisation confidence that employees haven't just chosen their friends to give them feedback. This is usually done in organisations where 360 is being used for the first time, and employees may not yet fully understand that it's not just the high scores and the totally positive feedback that's going to be the most beneficial for them. Hi AJ

Thanks for your questions.

Although it is not best practice, it does happen in some cases that the employer asks for feedback on the employee from a number of raters. If the employee understands the process, and is given the chance to self-rate and to use the 360 as a development tool, it shouldn’t be a problem.

However if the feedback is used negatively and the employee does not know who has given the feedback, the employee may refuse to recognise the validity of any negative feedback as he/she would not know the group from whom the feedback came.

As you say, ideally the participant should request the feedback, but this is not always what happens.

Some of our client organisations ask the employee to give HR a list of people that he/she has worked with, and HR then choose a good balance of raters from that list. It’s quite labour-intensive but works well, and gives the organisation confidence that employees haven’t just chosen their friends to give them feedback.

This is usually done in organisations where 360 is being used for the first time, and employees may not yet fully understand that it’s not just the high scores and the totally positive feedback that’s going to be the most beneficial for them.

]]> By: AJ http://www.track360feedback.com/2009/10/07/changing-abrasive-behaviour-with-feedback/#comment-54 AJ Sat, 14 Nov 2009 19:27:18 +0000 http://www.track360feedback.com/2009/10/07/changing-abrasive-behaviour-with-feedback/#comment-54 If an employee is not in a management or team lead position and is not looking for such a position, can the employer force him to take any kind of 360 feedback against the employee's wishes? I understand that the participant is supposed to invite the raters. So if he/she does not invite raters, how can the feedback be received without his consent? If an employee is not in a management or team lead position and is not looking for such a position, can the employer force him to take any kind of 360 feedback against the employee’s wishes?

I understand that the participant is supposed to invite the raters. So if he/she does not invite raters, how can the feedback be received without his consent?

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